Diversity and Inclusion in the Civil Service
Diversity and Inclusion in the Civil Service
Util Menu
The Korean government has adopted an affirmative action policy for socially disadvantaged or vulnerable groups, including people with disabilities, talented people in regional or rural areas (local talents) and those in low-income groups. Our ministry established the First Basic Plan on Balanced Public Personnel Management (2018-2022) to systematically implement affirmative actions in the central government. Furthermore, the government set a Pan-government Plan on Balanced Public Personnel Management to encourage participation of not just the central government but also local governments and public agencies in implementing ‘balanced personnel management’.
| Classification | Key Content | ||||||||||||||||||
|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|
| Gender Equality | Recruitment Targets for Gender Equality | With the aim to resolve gender imbalance in the government, the quota for gender equality enables the recruiter to additionally accept applicants in excess of the scheduled number of new employees to ensure women or men account for over 30% of the planned number of recruits. | |||||||||||||||||
| Female Manager Appointment Targets |
The percentage of women SCS (Senior Civil Service) officials who have the authority to make policy decisions had been small compared to the number of women public officials in the government. To address this, the government implemented the first and second Women Leader Appointment Plans to increase the number of women officials of grade 4 or higher, which has helped steadily raise the percentage of women leaders every year. In 2017, the government set Women Leader Appointment Plans (2018-2022) aimed at increasing the representation of women in the SCS to 10% and in the director-level group to 25% by 2022. < Appointment Targets for Women Managers by Year (2018-2022) >
|
||||||||||||||||||
| Persons with Disabilities | Employment of Persons with Disabilities | Meanwhile, in order to promote the employment of people with disabilities, the government-as a model employer-mandates a specified quota for disabled persons when conducting the open competitive recruitment for Grades 7 and 9. | |||||||||||||||||
| Competitive Recruitment of Persons with Severe Disabilities for Career Positions | In addition, we have “competitive recruitment for career positions” exclusively open to those with severe disabilities. As a result, the ratio of disabled persons employed in the central government (executive branch) has significantly increased from 1.95% in 2006 to 3.67% in 2020. | ||||||||||||||||||
| Work Support Projects for Public Officials with Disabilities | In addition, the government has provided support to help public officials with disabilities enhance their work abilities through measures such as provision of assistive devices and work support service in the workplace since 2015. | ||||||||||||||||||
| Science & Technology Majors | Increase in Appointments of Managers with Science and Technology Backgrounds | In the era of the fourth industrial evolution, securing workforce with expertise in the fields of science and technology is necessary to enhance capacities to respond to the rapidly-changing environment. For this, the government recommends that those with science and technology background account for 30% of SCS officials and 40% of newly-appointed Grade 5 officials. As part of such effort, the percentage of SCS officials with science and technology background increased from 20.8% in 2017 to 23.5% in 2020. | |||||||||||||||||
| Local Talents & Low-income Groups | Local Talents | Furthermore, in order to ensure the civil service members are more representative of regional areas, the government pursues a balanced selection of talented people from each region. | |||||||||||||||||
| Low-income Groups | In addition, we enforce a quota system in recruitment to support those in low-income groups to promote employment of economically needed in the civil service. | ||||||||||||||||||
2018 Annual Report on Diversity
in the Central Governmente-book
2019 Annual Report on Diversity
in the Public Sector e-book